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Journal articles on the topic 'Employer expectations'

Author: Grafiati

Published: 4 June 2021

Last updated: 31 January 2023

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1

Wetherbee, Louella V., and Bonnie Juergens. "Employer Expectations:." Journal of Library Administration 11, no. 3-4 (January 3, 1990): 197–210. http://dx.doi.org/10.1300/j111v11n03_17.

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Javed, Syed Muhammad, Saqib Muneer ., and Melati Ahmad Anuar . "Impact of Training on Expectation of Employee and Employer: A comparative study." Information Management and Business Review 5, no. 12 (December 31, 2013): 601–7. http://dx.doi.org/10.22610/imbr.v5i12.1094.

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Organizations today spend millions of dollars on training to enhance the performance of their employees, which leads to formation of expectation on employers end as well as employees ends observing this phenomena ,this research was conducted to analyze the expectations of employee and employer and its impact on post training satisfaction, for that matter data was collected from 20 organization where training is provided ,sample size was 20 training / HR managers and per managers 5 employees, paired sample t test was applied to gauge the difference or similarity between the perception and expec

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Bowden, Virginia M., Nancy F. Bierschenk, and Evelyn R. Olivier. "Medical Library Employer Expectations." Journal of Library Administration 11, no. 3-4 (January 3, 1990): 129–45. http://dx.doi.org/10.1300/j111v11n03_12.

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Murrah, David J. "Employer Expectations for Archivists:." Journal of Library Administration 11, no. 3-4 (January 3, 1990): 165–74. http://dx.doi.org/10.1300/j111v11n03_14.

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Bala, Ms Indu. "The Psychological Contract: The Changing Nature of Employee-Employer Expectations." INTERNATIONAL JOURNAL OF MANAGEMENT & INFORMATION TECHNOLOGY 3, no. 1 (January 16, 2013): 62–70. http://dx.doi.org/10.24297/ijmit.v3i1.4642.

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The psychological contract describes a phenomenon that occurs largely in the minds of employers and employees . The term governs all the ideas and expectations that workers have about their jobs and includes beliefs about their roles and responsibilities as employees. One of the fundamental challenges for HR is to help management maintain the appropriate balance between the realities of the business model and the needs of our employees. Success comes when the balance exists and is understood ( Kevin Sullivan Former VP of HR).There is a great challenge for a business today- a basic shift in emp

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6

Barron, Dan, E. Dale Gluff, and N. Y. Binghamton. "Library Education and Employer Expectations." Journal of Education for Library and Information Science 33, no. 1 (1992): 79. http://dx.doi.org/10.2307/40323489.

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Dumont, Paul E. "Library Education and Employer Expectations:." Journal of Library Administration 11, no. 3-4 (January 3, 1990): 59–71. http://dx.doi.org/10.1300/j111v11n03_06.

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Alford, Katrina, J. C. Bunch, Absalon Pierre, Boaz Anglade, and T. Grady Roberts. "Employer expectations for graduates from Haiti’s agricultural universities." Advancements in Agricultural Development 1, no. 3 (September 14, 2020): 27–41. http://dx.doi.org/10.37433/aad.v1i3.37.

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Human capacity building in Haiti’s agricultural sector can be utilized to reduce the country’s food insecurity. Haitian agricultural university and technical schools are responsible for supplying workforce ready graduates and therefore play a role in poverty reduction. Previous research has been conducted to assess these institutions from the perspective of faculty, students, and farmers. However, the employer perspective has not been considered, which could lead to a disconnect between what employers and the university believe are essential skills for graduates to obtain. This study focused o

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Tőkés, Gyöngyvér Erika. "Munkaerőpiaci elvárások a romániai IT-szektorban." Erdélyi Jogélet 3, no. 4 (January 26, 2021): 185–98. http://dx.doi.org/10.47745/erjog.2020.04.14.

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The present study follows the relationship between the employer brand identity of Romanian IT companies and the employee expectations of the workforce employed in the IT sector. The expectations of employees interested in the Romanian IT sector were summarized on the basis of a review of the international and Romanian literature. The examination of the employer brand identity of Romanian IT companies was based on a combined content analysis of the websites of 110 Romanian IT companies. Based on the analysis, it can be concluded that the talented workforce is looking for a job where its employe

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Karakaya, Fahri, and Fera Karakaya. "Employer Expectations from a Business Education." Journal of Marketing for Higher Education 7, no. 1 (June 27, 1996): 9–16. http://dx.doi.org/10.1300/j050v07n01_02.

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Gableta, Małgorzata, Anna Cierniak‑Emerych, and Agata Pietroń‑Pyszczek. "Working Conditions in the Context of Building Employer Image." Kwartalnik Ekonomistów i Menedżerów 45, no. 3 (July 19, 2017): 87–98. http://dx.doi.org/10.5604/01.3001.0010.6273.

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Differentiation of job expectations maintained by persons employed in business entities is also evident with regard to working conditions. Proper realisation of these expectations does have a notable impact upon employer image – an attribute of growing significance in the modern Polish labour market. The focus of this paper is placed on the process of building the employer image, as expressed in the employer’s observance of employee interests and other activities designed to increase their job satisfaction. The research is based, predominantly, on the results of empirical studies on observance

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Tom Junior, Ratemo. "Balancing Employer-Employee Expectations in Employment Contracts: Law and Practise in Kenya." African Journal of Law and Justice System 1, no. 1 (January 19, 2023): 9–23. http://dx.doi.org/10.31920/2753-3123/2022/v1n1a1.

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13

Sokoloff, Jason. "Information Literacy in the Workplace: Employer Expectations." Journal of Business & Finance Librarianship 17, no. 1 (January 2012): 1–17. http://dx.doi.org/10.1080/08963568.2011.603989.

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Gonzalez, Laura, and Kelly Allred. "A collaborative approach to simulation development." BMJ Simulation and Technology Enhanced Learning 3, no. 4 (June 9, 2017): 159–62. http://dx.doi.org/10.1136/bmjstel-2017-000204.

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BackgroundMeeting employer expectations is a challenge for new nurse graduates and their nurse educators. Designing studies to collect specific data on hospital expectations and new nursing graduate deficiencies is needed.SampleHospital-based educators and preceptors (n=13) participated in one of two focus groups, to identify problem areas. Senior nursing students (n=64) participated in simulations developed from data obtained in the sessions.MethodsAudio-recorded focus groups were conducted with the goal to identify deficiencies in new graduate nurses. Recordings were transcribed and analysed

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Peters, Eileen. "What You Want Is Not Always What You Get: Gender Differences in Employer-Employee Exchange Relationships during the COVID-19 Pandemic." Social Sciences 10, no. 8 (July 22, 2021): 281. http://dx.doi.org/10.3390/socsci10080281.

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Relational Inequality Theory (RIT) argues that relational claims-making- the process of employer-employee exchange relationships explicitly regarding negotiations over resources and rewards- is the central mechanism that produces social inequalities at work. Yet, the COVID-19 pandemic has significantly affected employees and employers, possibly altering their behavior in relational claims-making. Hence, this paper aims to explore if long-standing gender inequalities in employer-employee exchange relationships have reproduced or changed during the COVID-19 pandemic. It is examined (1) whether w

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Kunal, K. R., P. Coelho, and S. Pooja. "Employer attractiveness: generation z employment expectations in India." CARDIOMETRY, no. 23 (August 20, 2022): 433–44. http://dx.doi.org/10.18137/cardiometry.2022.23.433443.

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Identifying the dimensions of the employer brand attractiveness of Indian ‘Generation Z’ students who are prospective employees on an overall basis and for certain segments of students, the study is conducted. Generation Z belongs to the age cohort, which has just started entering the workplace during this study. The study identifies the organizational attributes most significant in attracting Indian Generation Z B-School students to seek and aspire for employment. Segmentation was done based on the student’s gender, specialization, and previous work experience to differentiate the perception

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Tymon, Alex, and Margaret Mackay. "Developing business buccaneers: employer expectations of emergent leaders." Human Resource Development International 19, no. 5 (April 21, 2016): 429–46. http://dx.doi.org/10.1080/13678868.2016.1166710.

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Chiou, Paul Z. "Employer Expectations for the MS-Level Cytology Practitioner." American Journal of Clinical Pathology 153, no. 4 (December 13, 2019): 487–96. http://dx.doi.org/10.1093/ajcp/aqz185.

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Abstract Objectives The specific aims of the study are to determine skillsets most valuable to regional employers of cytotechnologists and assess the employers’ willingness to use graduating MS cytology practitioners in the expanded scope of practice. Methods Data from the greater New York region were collected via a web-based survey distributed to a broad sample of laboratory professionals involved with hiring in a variety of institutions. Results The three skillsets most important to New York employers and most employable are fine-needle aspiration adequacy assessment, regulatory acumen, and

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19

Protsiuk, Olga. "The Relationships Between Psychological Contract Expectations and Counterproductive Work Behaviors: Employer Perception." Central European Management Journal 27, no. 3 (September 15, 2019): 85–106. http://dx.doi.org/10.7206/cemj.2658-0845.4.

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Szydło, Robert, Sylwia Wiśniewska, Małgorzata Tyrańska, Anna Dolot, Urszula Bukowska, and Marek Koczyński. "Employer Expectations Regarding the Competencies of Employees on the Energy Market in Poland." Energies 14, no. 21 (November 2, 2021): 7233. http://dx.doi.org/10.3390/en14217233.

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It is because of competencies that there is a possibility of ensuring the strategic safety of each country when it comes to energy security. With the vast development of IT and teamwork, there are various competencies needed in the whole energy sector. The aim of this study is to assess the needs of competencies in the Polish energy labor market as well as the trends among hard ad soft skills also in the context of renewable energy sources. Within an exploratory approach, 245 job advertisements were analyzed using various tools, including general descriptive statistics, Shapiro-Wilk, Kruskal–W

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Battisti, Martina, Franco Fraccaroli, Rino Fasol, and Marco Depolo. "Psychological Contract and Quality of Organizational Life." Articles 62, no. 4 (January 15, 2008): 664–89. http://dx.doi.org/10.7202/016956ar.

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This study assesses psychological contract using a feature-oriented approach which measures perceptions about employer and employee obligations along the dimensions of duration, tangibility, scope, stability/flexibility, contract level and exchange symmetry. Questionnaires were administered to 170 workers (23 males, 147 females) employed at a rest home in Northern Italy. The results confirm the hypothesized relation between the employee’s perceptions of employer obligations and the organizational role component of organizational life (in terms of low role ambiguity and high development expecta

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Raeder, Sabine, Anette Wittekind, Alice Inauen, and Gudela Grote. "Testing a Psychological Contract Measure in a Swiss Employment Context." Swiss Journal of Psychology 68, no. 4 (January 2009): 177–88. http://dx.doi.org/10.1024/1421-0185.68.4.177.

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In this study, we validated a questionnaire measuring psychological contracts in a Swiss employment context. We argue that this measure sufficiently considers the characteristics of a stable employment situation and meets the criteria for the validity of psychological contract measures. The sample consisted of the employees of two firms and portfolio workers. An item and scale analysis was conducted and the dimensionality of the instrument was tested by means of confirmatory factor analyses. Finally, the instrument consists of three factors measuring employee expectations and employer induceme

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23

Gunawardena, Chandra. "Employer expectations and equity in education in Sri Lanka." International Journal of Educational Development 13, no. 2 (April 1993): 125–30. http://dx.doi.org/10.1016/0738-0593(93)90006-l.

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24

Pojani, Dorina, Laurel Johnson, Sébastien Darchen, and Katie Yang. "Learning by Doing: Employer Expectations of Planning Studio Education." Urban Policy and Research 36, no. 1 (August 22, 2016): 11–19. http://dx.doi.org/10.1080/08111146.2016.1221814.

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25

Major, Bridget, and Nigel Evans. "Reassessing employer expectations of graduates in UK travel services." International Journal of Tourism Research 10, no. 5 (September 2008): 409–22. http://dx.doi.org/10.1002/jtr.670.

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Shinde, Dr Sandip, Qais Al Balushi,, Al Yaqdhan Al Rashdi, Majid Adam Al-Zadjali, and Abdul Hameed Al Shabibi. "Employer expectations on the performance of graduates through KSA (knowledge, skills and attitudes) with reference to banking sector in Muscat, Sultanate of Oman." International Journal of Scientific Research and Management 10, no. 04 (April 30, 2022): 3344–52. http://dx.doi.org/10.18535/ijsrm/v10i4.em12.

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The purpose of this study is to find out the gap between employer expectations and performance of graduates through KSA (Knowledge, skills and attitude) approach in banking sector in Muscat, Sultanate of Oman. The main area which has been covered in this research is related to expectations and performance of graduates through knowledge, skills and attitude. Questionnaire for the survey was designed to find out the gap between expected and actual performance of graduates through KSA. To analyze the findings, descriptive and correlation analysis has been used. The results of the analysis are ver

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Zientara, Piotr. "Employment of older workers in Polish SMEs: employer attitudes and perceptions, employee motivations and expectations." Human Resource Development International 12, no. 2 (April 2009): 135–53. http://dx.doi.org/10.1080/13678860902764068.

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28

Hirudayaraj, Malar, and Rose Baker. "HRD competencies: analysis of employer expectations from online job postings." European Journal of Training and Development 42, no. 9 (November 5, 2018): 577–96. http://dx.doi.org/10.1108/ejtd-04-2018-0036.

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Purpose The purpose of this paper is to inform the preparation of HRD professionals by providing an empirical analysis of the knowledge, skills, and responsibilities employers expect in the workplace. Design/methodology/approach This study reports a qualitative content analysis of online HRD job postings. Findings Results of this content analysis indicated that the most recent employer expectations for HRD practitioners as reflected in HRD-related job postings for knowledge and responsibilities were instructional design, training delivery, learning management systems, and learning technologies

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Krasnova, Anna. "Expectations Towards Candidates and the Job Duties in Employer Branding Specialist Position." Kwartalnik Ekonomistów i Menedżerów 51, no. 1 (March 15, 2019): 221–31. http://dx.doi.org/10.5604/01.3001.0013.2373.

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Employer branding is becoming one of the priorities of modern organizations. Not only is the interest in the methods, techniques and tools of employer branding growing, but also employment in positions responsible for employer brand building. The aim of the article is to present the job duties carried out as an EB specialist and the competencies necessary to perform them. The article presents the results of a study conducted using the content analysis of documentation.

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Auer, Manfred, Gabriela Edlinger, Tanja Petry, and Judith Pfliegensdörfer. "The role of affective states in potential applicants’ evaluations of employer attractiveness." German Journal of Human Resource Management: Zeitschrift für Personalforschung 33, no. 4 (June 13, 2019): 363–86. http://dx.doi.org/10.1177/2397002219854959.

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What role do emotions play as a job seeker eyes up a potential employer? Our contribution to research into employer attractiveness explores the role that affective states play in potential applicants’ subjective perceptions of companies’ employer attractiveness in the early phase of job seeking. We adopt a concurrent verbalization approach to inquire into qualified potential applicants’ processes of interpreting employer branding material. Based on these data, we provide insights into the neglected role of emotions in research on potential applicants’ assessments of the appeal of an organizati

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Sinha, Saitab, I. M. Jawahar, Piyali Ghosh, and Ashutosh Mishra. "Assessing employers’ satisfaction with Indian engineering graduates using expectancy-disconfirmation theory." International Journal of Manpower 41, no. 4 (December 9, 2019): 473–89. http://dx.doi.org/10.1108/ijm-04-2019-0185.

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Purpose Casting employers as customers, the purpose of this paper is to investigate the association between expectations, perceptions and disconfirmation beliefs with the satisfaction of employers regarding the competencies possessed by fresh engineering graduates hired by such employers in the Indian context. Design/methodology/approach Using data collected from 284 employers, the authors have hypothesized and examined a partial mediation model in which disconfirmation beliefs mediate the relationships between expectations and perceptions, and employer satisfaction. Furthermore, the authors h

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Mazumdar, Bishakha, Amy M. Warren, and Kathryne E. Dupré. "Extending the understanding of bridge employment: a critical analysis." Personnel Review 47, no. 7 (November 5, 2018): 1345–61. http://dx.doi.org/10.1108/pr-10-2016-0276.

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Purpose Few studies aim to uniquely conceptualize the experiences of bridge employees after they enter the workforce. Supported by the psychological contract theory and the self-determination theory, the purpose of this paper is to contribute to the understanding of the bridge employment experience by examining how the expectations of bridge employees shape their experiences. Design/methodology/approach This paper first reviews the extant literature on bridge employment. It then discusses the psychological contract theory and the self-determination theory, and examines the expectations of brid

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Ahmad, Bilal, Ahmad Raza Bilal, and Mahnoor Hai. "Expectations do not always hurt! Tying organizational career expectations to employment mode." Asia-Pacific Journal of Business Administration 11, no. 4 (October 7, 2019): 387–407. http://dx.doi.org/10.1108/apjba-01-2019-0018.

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Purpose The past decade has witnessed a surge in research focused on universal career development needs. In contrast, the purpose of this paper is to offer a contingency perspective based on self-efficacy theory by examining the relationship between the employees’ perceived mode of employment and expectations of career development opportunities attached to the employer. The authors hypothesized that perceived mode of employment determines employees’ expectations about receiving career development opportunities offered by the employer. Design/methodology/approach Responses from 203 banking empl

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Kucherov, Dmitry G., Andrey L. Zamulin, and Victoria S. Tsybova. "How Young Professionals Choose Companies: Employer Brand and Salary Expectations." Russian Management Journal 17, no. 1 (2019): 29–46. http://dx.doi.org/10.21638/spbu18.2019.102.

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Theuri, Peter M., and Ruth Gunn. "Accounting information systems course structure and employer systems skills expectations." Journal of Accounting Education 16, no. 1 (December 1998): 101–21. http://dx.doi.org/10.1016/s0748-5751(98)00005-0.

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Cyphert, Dale, Corrine Holke-Farnam, Elena N. Dodge, W. Eric Lee, and Sarah Rosol. "Communication Activities in the 21st Century Business Environment." Business and Professional Communication Quarterly 82, no. 2 (February 24, 2019): 169–201. http://dx.doi.org/10.1177/2329490619831279.

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Effective undergraduate instruction requires accurate knowledge of professional communication practices and employer expectations, but ongoing contradictions between academic and professional expectations reflect historical, rhetorical, and pedagogical causes for inaccurate presumptions. Taking a customer service perspective, one business faculty revised its undergraduate goals in terms of empirically determined employer expectations. Interviewing professionals familiar with expectations of entry-level business graduates, the authors identified 10 communication activities, each comprising thre

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Özcan, Fatih, and Meral Elçi. "Employees’ Perception of CSR Affecting Employer Brand, Brand Image, and Corporate Reputation." SAGE Open 10, no. 4 (October 2020): 215824402097237. http://dx.doi.org/10.1177/2158244020972372.

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Employees are one of the most important factors in business. Therefore, enterprises should account for the expectations of employees, particularly their perception of the enterprise, and their behavior. This study investigates the importance of employees’ perceived corporate social responsibility (CSR) and also examines the potential role of predicting employer brand, brand image, and corporate reputation. The study’s participants comprise employees working in different departments of various corporations. A total of 559 surveys were collected from randomly sampled company employees working in

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Jones, Stephanie, and Ahmad Ahmad. "The perception of employer value propositions and the contrast between Dutch and Chinese graduates: A case study of TNT." Emerald Emerging Markets Case Studies 1, no. 1 (January 1, 2011): 1–9. http://dx.doi.org/10.1108/20450621111117125.

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Subject area HRM; recruitment; managing cultural expectations in business; leadership. Study level/applicability Undergraduate management courses; MBA and MSc. Case overview This case focuses on recruitment problems in Europe with an Asian dimension. A young Dutch and a young Chinese graduate are considering a career with postal, courier and logistics firm TNT – what are their concerns as graduating students in looking for a job? From the opposite perspective, the case considers how employers attract graduate recruits. The case encourages students of a wide range of cultural backgrounds to que

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Bao, Tran Cao. "University graduates and employment: The gap between employer expectations and graduate performance." Tạp chí Khoa học 15, no. 5b (September 20, 2019): 128. http://dx.doi.org/10.54607/hcmue.js.15.5b.2274(2018).

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The research involved the quality of undergraduate education related to the curriculum reviews, employer satisfaction of the capabilities of graduates and the key capabilities of graduates are expected. The results indicated the top ten items of capabilities rated by employers as most important. Some specific capabilities of graduates were identified where skills should be improved to match the expectations of employers. The combination between knowledge and professional skills, theory and practice in curriculum was unfolded to be the areas where improvements needed overall.

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Tetrault Sirsly, Carol-Ann, Elena Lvina, and Catalin Ratiu. "Good neighbor or good employer?" Journal of Global Responsibility 11, no. 1 (November 18, 2019): 93–110. http://dx.doi.org/10.1108/jgr-03-2019-0033.

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Purpose This study aims to test Mattingly and Berman’s (2006) taxonomy of social actions and develops divergent expectations for corporate social responsibility (CSR) dimensions directed toward institutional and technical stakeholders, with an aim to determine when CSR directed to different stakeholders is most likely to improve corporate reputation. Design/methodology/approach A longitudinal sample of 285 major US corporations was used to quantitatively test the hypotheses. Data was sourced from KLD, Osiris and Fortune MAC. Findings Strengths in CSR and actions directed toward technical stake

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Tyrańska, Małgorzata, Mariusz Łapczyński, Maciej Walczak, and Bernard Ziębicki. "The Gap between Higher Business Education and Business Expectations: The Case of Poland." Sustainability 13, no. 24 (December 14, 2021): 13809. http://dx.doi.org/10.3390/su132413809.

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Employers expect business school graduates to possess a wide and diverse range of competencies, because the conditions governing the operations of enterprises are subject to constant and dynamic change. Therefore, adjusting study programs to labor market requirements is one of the main challenges faced by higher education institutions, particularly business schools. Therefore, the expectations of potential employers have become an object of detailed study for most universities. The most frequently applied research approach adopted for such studies involves direct surveys of employer opinions,

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Dzhulai, Maryna, Iryna Fedulova, and Iryna Bolotina. "Analysis of employer brand for young people." Eastern-European Journal of Enterprise Technologies 1, no. 13(115) (February 28, 2022): 80–91. http://dx.doi.org/10.15587/1729-4061.2022.252549.

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Different approaches to determining the employer brand were analyzed. The main components of the employer brand were identified. It is customary to divide the components of the employer brand into tangible and intangible ones. Material ones include wages, official employment, the material system of motivation. Intangible components are additional benefits, office, rating, and reputation of a company, type of activity of a company, the possibility of training and development. A tendency of the lack of information to form the employer brand for Generation Z was detected. Generation Z is the peop

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Adrian, Mitchell. "Determining the Skills Gap for New Hires in Management." International Journal for Innovation Education and Research 5, no. 6 (June 30, 2017): 139–47. http://dx.doi.org/10.31686/ijier.vol5.iss6.732.

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This study is an exploratory attempt to evaluate the skills gap in the discipline of business management, based upon the perceptions of students as compared to the expectations of employers. While it has been assumed that the skills gap may be a shortcoming of higher education’s inability to understand employer needs (Everson 2014), it is expected that the gap is more a result of misaligned student interpretations of employer needs and an academic environment that increasingly views the student as the customer. If faculty consider the employer as a primary customer, then perhaps academic progr

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Boyd, Jodie, and Stephen Boyd. "Expectation and interaction: Student and employer approaches to university careers fairs." Journal of the National Institute for Career Education and Counselling 44, no. 1 (April 1, 2020): 57–63. http://dx.doi.org/10.20856/jnicec.4409.

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This article sets out to explore why those who attend university careers fairs choose to do so; what expectations they have and how these are formed; what motivates attendance; and how do they themselves understand these choices. Furthermore, it aims to determine their interpretation of what happens at these events and the extent to which careers fairs facilitate access to the graduate labour market. This paper concludes that rationales for attending are unique to the individual and expectations are manifold for students and recruiters alike, often based on intricate combinations of agency, st

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Jeske, Debora, and Thomas Calvard. "Big data: lessons for employers and employees." Employee Relations: The International Journal 42, no. 1 (January 6, 2020): 248–61. http://dx.doi.org/10.1108/er-06-2018-0159.

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Purpose The purpose of this paper is to critically reflect on the pros and cons of using employee information in big data projects. Design/methodology/approach The authors reviewed papers in the area of big data that has immediate repercussions for the experiences of employees and employers. Findings The review of papers to date suggests that big data lessons based on employee data are still a relatively unknown area of employment literature. Particular attention is paid to discussion of employee rights, ethics, expectations and the implications employer conduct has on employment relationships

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Brophy, Elizabeth B., Donna Rankin, Shirley Butler, and Karen Egenes. "The Master's Prepared Mental Health Nurse: An Assessment of Employer Expectations." Journal of Nursing Education 28, no. 4 (April 1989): 156–60. http://dx.doi.org/10.3928/0148-4834-19890401-05.

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Hudson, Susan C., and Karla K. Roberts (Camp). "Drafting and Implementing an Effective Social Media Policy." Texas Wesleyan Law Review 18, no. 4 (July 2012): 767–96. http://dx.doi.org/10.37419/twlr.v18.i4.6.

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Social media is everywhere and used in many business and personal situations. There is no indication that social media use is declining; rather, social media use is constantly expanding into new realms and taking on new forms. Social media launches political campaigns, international pop stars, and new businesses to heightened levels of success or failure with just a few mouse clicks. Because social media information has the ability to spread rapidly, not addressing social media or hoping it will not affect the employer's business is a dangerous practice. Currently, few employers have a Social

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Ognjanović, Jasmina. "Employer brand and workforce performance in hotel companies." Menadzment u hotelijerstvu i turizmu 8, no. 2 (2020): 65–78. http://dx.doi.org/10.5937/menhottur2002065o.

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Abstract:

Employer brand represents an intangible asset which is the result of successful implementation of employer branding strategy that promotes the company as exceptional employer, provides the candidates with realistic expectations and fulfills the promises made to all employees. The main aim of the research is to prove that hotel companies should be strongly encouraged to develop employer brand, since this is one of the best ways to increase workforce performance. In terms of business operations, employer brand is monitored by means of appropriate dimensions (training and development, employer re

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Alewell, Dorothea, and Tobias Moll. "An Exploratory Study of Spirituality in German Enterprises." management revue 32, no. 1 (2021): 0–26. http://dx.doi.org/10.5771/0935-9915-2021-1-0.

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Spirituality at work is increasingly attracting attention in management research, especially in the Anglo-Saxon and Asian contexts. However, for the German context, we know little about spirituality at work from scientific research, and findings and results from other sources are broadly scattered. Using a mixed-methods approach, we collect first findings on employer’s perception of spirituality at work and specific HRM practices in German workplaces. We analyse daily newspapers and related best-practice publications and conduct a small-scale qualitative employer survey in Northern Germany. To

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50

Alewell, Dorothea, and Tobias Moll. "An Exploratory Study of Spirituality in German Enterprises." management revue 32, no. 1 (2021): 1–27. http://dx.doi.org/10.5771/0935-9915-2021-1-1.

Full text

Abstract:

Spirituality at work is increasingly attracting attention in management research, especially in the Anglo-Saxon and Asian contexts. However, for the German context, we know little about spirituality at work from scientific research, and findings and results from other sources are broadly scattered. Using a mixed-methods approach, we collect first findings on employer’s perception of spirituality at work and specific HRM practices in German workplaces. We analyse daily newspapers and related best-practice publications and conduct a small-scale qualitative employer survey in Northern Germany. To

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